Talent Acquisition Specialist 2, Full-Time - Remote (AK,AZ,NV,TX,WY)

Nuvision Federal Credit Union

11d•$30 - $51•Remote

About The Position

The Talent Acquisition Specialist 2 reports to the AVP Talent Acquisition & Experience and independently manages full-cycle recruiting for high-volume and moderately complex roles across the Credit Union. Roles include branch, member contact center, operations, and selected exempt or specialized positions. The position partners with hiring managers to clarify role requirements and success profiles, develop sourcing strategies, assess candidates using structured practices, provide labor-market guidance, and deliver a consistent, compliant candidate experience. Compared with Talent Acquisition Specialist I, this role has broader requisition ownership, stronger sourcing and assessment responsibilities, greater independence, basic recruiting analytics, and early-stage talent advisory responsibilities. It also supports more efficient and effective recruiting practices, including technology and AI-enabled tools. The role focuses on sourcing, screening, interview coordination, and maintaining candidate pipelines. It also contributes to process improvement, structured assessment design, technology adoption, TA Specialist training, and approved AI-enabled recruiting initiatives.

Requirements

Three to five years of full-cycle recruiting or talent acquisition experience, including high-volume, multi-site, and multi-state recruiting.
Experience using ATS platforms, sourcing tools, job boards, and candidate communication tools.
Experience with applicant tracking systems and proficiency with standard office software.
Experience collaborating with third-party vendors or agencies.
Strong knowledge of talent acquisition practices, structured screening and interviewing, EEO and candidate dispositioning requirements, multi-state hiring considerations, records retention, and basic compensation and offer processes.
Working knowledge of AI-enabled recruiting tools, candidate assessment risks, candidate experience, and employer-brand principles.
Knowledge and use of state and federal employment and labor laws and statutes, including FLSA, FMLA, ADA, Title VII, and other DOL regulations, as well as HR policies, practices, and principles.
Understanding of Affirmative Action, EEOC, Titles VII and IX, and DOL requirements.
Strong sourcing, interviewing, candidate assessment, stakeholder communication, prioritization, negotiation, and follow-up skills.
Ability to interpret basic recruiting data, identify pipeline concerns, and provide practical recommendations.
Advanced proficiency with ATS/HRIS, LinkedIn Recruiter or comparable sourcing tools, Microsoft 365—including Excel, Outlook, Word, PowerPoint, and Teams—and web-based recruiting applications.
Strong communication, relationship-building, and organizational skills.
Ability to manage multiple requisitions with attention to detail and service quality; requisition volume may fluctuate based on complexity and operational support.
Strong conflict-resolution and problem-resolution skills.
Ability to manage multiple priorities and meet tight deadlines in a fast-paced environment.
Ability to independently manage hiring-manager relationships and requisition portfolios.
Analytical mindset to assess recruitment data and metrics.
Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent.

Nice To Haves

Experience working in a financial institution.
Understanding of credit union operations or financial industry roles.

Responsibilities

Independently manage end-to-end recruiting for assigned high-volume and moderately complex roles, from intake through offer acceptance.
Conduct structured pre-screening interviews, recommend qualified candidates, facilitate selection progress, partner on offer strategy within established guidelines, and maintain accurate ATS documentation and candidate dispositioning.
Develop and execute role-specific sourcing strategies using job boards, referrals, social platforms, community partnerships, local outreach, talent communities, and approved AI-assisted tools.
Build proactive pipelines for recurring and difficult-to-fill roles.
Represent the Credit Union at job fairs and community events as needed.
Lead intake and calibration discussions with hiring managers to clarify success profiles, required and preferred qualifications, interview plans, and selection criteria.
Provide hiring managers with practical market feedback on candidate availability, sourcing challenges, compensation competitiveness, and realistic timelines, as well as candidate recommendations and applicant-progress updates.
Apply structured, consistent, job-related screening and selection practices and ensure accurate documentation, dispositioning, records retention, and compliance with applicable hiring requirements.
Support hiring-process documentation and audit readiness.
Monitor pipeline health, requisition aging, source effectiveness, interview conversion, offer acceptance, and candidate flow; identify barriers and recommend practical improvements.
Report regularly to People Services Leadership.
Deliver timely, transparent, and professional candidate communications throughout the hiring cycle.
Partner with TA Operations and employer-brand resources to reinforce Nuvision’s employee value proposition and candidate experience standards.
Maintain confidentiality, represent the Credit Union professionally, treat co-workers and members with respect, and perform other related duties as assigned.
Participate in process improvement, structured assessment design, technology adoption, TA Specialist training, and approved AI-enabled recruiting initiatives.
Share effective sourcing practices and provide informal guidance to Talent Acquisition Specialist I or TA Coordinator team members as assigned.